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Giving rural Oregon a boost
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|Thursday, September 19, 2013
There are indeed real differences in both the challenges and opportunities faced by rural and urban regions of Oregon. Rural areas of the state have not seen the economic recovery that urban regions are experiencing. A critical function of Business Oregon, the state's economic development agency, is to use the tools, resources and expertise available to us to facilitate job growth in both rural and urban Oregon.
While commerce is certainly concentrated in urban areas, it is rural Oregon that has the urgent need. So I am proud that while 25% of the state's population resides in rural Oregon, approximately half or our work is happening in partnership with rural companies.
Since 2007, looking at our finance programs, 54% of the loan and loan guarantee funds were used for rural Oregon projects. Our work with community banks to make more capital available to rural businesses was particularly critical during the recession.
In addition, the flexible Strategic Reserve Fund, which is often used to provide forgivable loans tied to job retention and creation, actually has the same distribution with 54% of SRF projects happening in rural Oregon over the same period. This program is often employed when a project has a unique need with no other resource available to fit that need. For instance, SRF was used to help Shimadzu Manufacturing expand its Canby facility creating 50 new jobs instead of expanding in Asia. But it was also utilized to help a small oyster larvae operation - Whiskey Creek Oysters - solve a pH water problem that threatened the entire oyster farming industry along Oregon's Pacific coast.
On another important front, Business Oregon's export assistance has helped 120 Oregon small businesses from all over the state find overseas customers for their products. These trade show appearances, aided by small $3,000 to $5,000 grants, is helping these companies realize $28 million in new revenue from a $483,000 state investment in matching grants since 2012.
Taking a step back and looking at Oregon's overall economic development strategy: it's the role of state government at the top level to deliver core services that increase economic opportunities for all Oregonians: such as health care, education and infrastructure development.
At the next level, we drive economic growth in specific key industries. Currently, Business Oregon focuses on advanced manufacturing, outdoor gear and active wear, clean technology, forestry and wood products and high technology. Our approach allows us to engage with partners in both urban and rural areas to try to grow these industries in which Oregon holds global competitive advantages.
We work on regional initiatives employing innovation strategies, often through the Oregon Innovation Council, to develop a robust food processing cluster in southern Oregon or an advanced manufacturing hub in the Columbia Gorge. We employ our expertise regarding entrepreneurial initiative or workforce development or our ability to certify lands for industrial development to spur job growth statewide.
Then at ground level, Business Oregon's team of business development and finance experts work directly with Oregon companies, most of them with fewer than 50 employees, to help match their business needs with the resources at our disposal: access to capital, export assistance, tax incentives, business consulting and innovative solutions. Our people can serve as a single contact for a broad range of business services, for both programs we administer, as well as those existing elsewhere with our partners. We can make those connections and identify solutions.
In addition, we also "answer the door" when companies come knocking to look at expansion in Oregon. We pro-actively pitch the state in a targeted way both throughout the U.S. and overseas. We promote trade relationships in foreign countries, and look for opportunities for collaboration.
Our mission is clear and pronounced: help as many Oregon companies as is possible, both rural and urban, to create and retain as many jobs as they can for Oregonians.
Tim McCabe is the Director of Business Oregon.
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Is your business ready to join us in the call for action? This opening panel includes Oregon businesses who will discuss why they signed the Oregon Climate Declaration, the investments they are making to reduce carbon emissions, and how their actions are affecting their companies.
Get ready for two days of special events produced with the EPA, Portland Timbers and ISOS before and after the GoGreen Conference on October 16.
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- Developer: Capcom
- Publisher: Capcom
- Genre: Action Adventure Horror
- Release Date: Feb 7, 2012
- ESRB: Mature
Question & Answers
Help with getting past enemies or places to use genesis?
So, i've run out of bullets,sadly, leaving me with only a knife to attack enemys with. i haven't gotten really far in the game as i can't pass the part where i have to get they key to where chris is because i kill the bros in the way when i don't have any herbs and adding on the fact that i fail at dodging. any tips? (long question. t-t)
Answer from: kevin123
Search in every room and locker and use ghenisis to scan enemys and you get a herb
Answer from: NightWing
You can also scan enemies to get herbs
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Quiet as a mouse... time to worry?
Started by Quirk , Feb 06 2013 12:10 AM
15 replies to this topic
Posted 06 February 2013 - 12:10 AM
DS turned 2 at the end of December. He is the third child, with a 4 year old brother and a 9 year old sister.
As a bit of background, when our other son was 3, we went through hell when a specialist diagnosed him with autism, wrongly so. To cut a long story short, we spent thousands of dollars on specialists to find out that he isn't autistic. After being put through the mill and taking a long time to get over how badly this first specialist cocked up, I am reluctant to put our last DS through anything remotely like that again. Realistically, I know that wont happen, but I am still reluctant.
So, because of that, I have not worried too much about DS's lack of talking and just how very quiet he is.
Now though, I'm starting to wonder. He is as quiet as a mouse, he doesn't shout, squeal, laugh loudly, screech etc. He doesn't really babble either. Other people are amazed at how quiet he is and by that, I don't just mean that he doesn't talk much, but that the noises he does make are also very quiet.
He can't say Mummy, but can say Daddy, but says it as a whisper almost. He will attempt most words but speaks them in a whisper.
What words he does speaks, he can't pronounce. It's almost like it's mechanical, like his jaw or something doesn't work. He talks how a deaf person talks. Like he is repeating what he hears and we are talking underwater, so that's what he hears. But his hearing was tested at birth and was fine. He has never had ear infections either.
Sorry for the epic post, but part of me is hoping that if I just leave things, they will sort themselves out. Everything we went through with our other DS was pretty awful and I am so reluctant to start any ball rolling that might run away from me, hope that makes sense.
I don't think speech therapy would help, it definitely did with our other son, but this seems like a different issue. I spoke to a GP a few months ago, but she blew it off saying that her son doesn't talk much either.
So, where do I start? A paed? An ENT maybe?
Posted 06 February 2013 - 12:20 AM
Just to add a bit more on the quietness, DP is a FIFO worker, so all 3 kids talk to him on the phone every night. When DS talks to him, it is the tiniest whisper. That is how he talks to me too, so it is not due to shyness talking to people outside the family, he is as quiet as a mouse with us too.
Posted 06 February 2013 - 12:24 AM
How many words would you say he has? I don't want to worry you, but your post makes me think there may be hearing issues. I would return to the Gp (or a different Gp) and request a referral for a hearing assessment.
I understand your previous experiences are influencing your willingness to request help, but remember this is a different child and different situation.
Posted 06 February 2013 - 12:31 AM
becstar, that was my thought too, but his hearing test at birth was totally fine. And he has had no ear infections either.
He does speak though just like a person with limited hearing. I can say many words to him and he will repeat them back, but they are all super quiet and muffled.
Mummy is mu-ee
Pizza is pi-a
House is how
boat is bow
and so on. All words are whispered.
He does not initiate any conversation at all. If I didn't speak to him, he wouldn't speak all day.
Posted 06 February 2013 - 12:40 AM
My friends son was exactly like this and has hearing problems despite his newborn screen being perfect.
Posted 06 February 2013 - 12:42 AM
Really? Can you share more please? How old was he when they worked it out and what other symptoms did he have? Was he also super quiet, as in volume too?
Posted 06 February 2013 - 12:42 AM
I think some children can get ear infections without symptoms. His hearing may have changed over two years... Has the Gp examined his ears?
Posted 06 February 2013 - 12:43 AM
No, she didn't, just asked if he had had infections.
Posted 06 February 2013 - 12:47 AM
Yep, definitely get his hearing checked.
I used to work for the Victorian Infant Hearing Screening Program (VIHSP) and we always told parents that if they suspected their child of having any hearing loss in the future to always get it checked out by an audiologist because hearing loss can occur any time, for many different reasons.
Posted 06 February 2013 - 12:50 AM
I'd go back to the gp for a second look, or perhaps visit your child health nurse, sometimes they know a good Dr or specialist. Hopefully he is just a quiet boy and will develop more interaction skills in due time.
Good luck
Posted 06 February 2013 - 12:54 AM
Honestly, I'd get a new Gp. This one isn't taking your concerns seriously. Even if her son doesn't talk much, how long does it take to look in his ears? Now is the time to assess this, before his speech development is affected further.
Posted 06 February 2013 - 12:57 AM
Thanks heaps. I will make an appointment tomorrow.
My sister popped in tonight and finally said she was worried too. It's been the first time someone else has said anything, which was almost a relief, now I can put my worries in to words.
Thanks again
Posted 06 February 2013 - 01:15 AM
hope you get an answer soon!
Posted 06 February 2013 - 05:02 AM
hope you get an answer soon OP! Ive deal with hearing problems with my 3 and my older two go really quiet when they cant hear and #3 goes extremely LOUD ear bleeding loud. They also suffer from lots of ear infections that i never know they are suffering from...#3 is 2yrs and 3mths old and has only a handful of words defiently sounds like speech therapy would work though
Posted 06 February 2013 - 05:48 AM
I'm in get hearing checked and a potential speech therapist to get him back on track. It doesn't sound right to me how he's talking.
Posted 06 February 2013 - 05:49 AM
QUOTE (snowflakedoll @ 06/02/2013, 01:47 AM) <{POST_SNAPBACK}>
Yep, definitely get his hearing checked. I used to work for the Victorian Infant Hearing Screening Program (VIHSP) and we always told parents that if they suspected their child of having any hearing loss in the future to always get it checked out by an audiologist because hearing loss can occur any time, for many different reasons.
I also work as a newborn screener and yes hearing loss can definitely happen after birth. Also the tubes inside the ear can be really narrow and very easily blocked. Get him checked out ASAP.
Good luck
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Waiting on Wednesday is a weekly bookish meme hosted by: Breaking the Spine that spotlights upcoming releases that we're eagerly anticipating.
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Red Ear patchwork shirt, SSF pants, white plimsolls and odd socks (Smithy striped ones).
Describe your bike...
I paid €40 for the second hand Bianchi from a small bike shop in Nuremberg, Germany. The 'so last season' fashion tyres make it a bit naff but it's a smooth, pastel ride in the summer! Wear a lid!
Favourite thing about working at Paul Smith?
Tokyo. Chocolate and Guinness cake. Susan.
Which one track opens your summer soundtrack?
Darkside, A1.


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Oby'sAvailable Oct 20th at 5:30pm
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Video: Miraculous Recovery: McKenzie King's Doing Well After Massive StrokeAugust 6, 2013 | Caresse Jackman19 year old McKenzie King suffered a stroke last year. Since then, her recovery has been nothing short of remarkable.
Man Gets Four Years for Failing to Pay Child SupportAugust 6, 2013 | Steve RogersOKTIBBEHA COUNTY, Miss. — A father who ignored a court order to pay support for his child is now in prison, Attorney General Jim Hood announced. "This individual apparently thought […]
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Supporters Of Lee Co. Justice Court Drug Court Ask Supervisors For FundingAugust 5, 2013 | Allie MartinLarge show of support for Lee Co. Circuit Court Drug Court
Scam Warning in Yalobusha CountyAugust 5, 2013 | Steve RogersFROM THE NORTH MISSISSIPPI HERALD Sheriff Lance Humphreys warned that multiple Yalobusha County residents have received phone calls from someone impersonating a law enforcement officer wanting money for "unpaid" fines. […]
Madison Missing GirlAugust 5, 2013 | Nicole BextenThe Madison Police Department needs your help finding a missing girl.
New Case of West Nile in Leflore CountyAugust 5, 2013 | Steve RogersJACKSON, Miss. – Today the Mississippi State Department of Health (MSDH) reports one new human case of West Nile virus (WNV) for 2013. The reported case is in LeFlore County, […]
Feds Feeds Families at CAFBAugust 2, 2013 | Robert DavidsonThe Columbus Air Force Base is participating in the Feds Feeds Families program this week.
Meet The Mayor Of BruceAugust 2, 2013 | Heather Black[bitsontherun cjT8FaaV] BRUCE, Miss. (WCBI)-There is a new Mayor in Bruce, and he is dedicated to finding new ways to improve the small town. The Bruce Community has spoken. Earlier […]
Video: MDOT Clears Up Confusion On Roadside MemorialsAugust 2, 2013 | Heather Black[bitsontherun tCreTiJf] OKTIBBEA County, Miss. (WCBI)-It's caused quite an uproar throughout our area. The Mississippi Department of Transportation removing roadside memorials. Many family and friends are confused by the regulations […]
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New Law Requires Cord Blood From Some Teen MomsAugust 2, 2013 | Steve RogersEMILY WAGSTER PETTUS,Associated Press JACKSON, Miss. (AP) — If a girl younger than 16 gives birth and won't name the father, a new Mississippi law — likely the first of […]
Supreme Court Reinstates Fondling ConvictionAugust 2, 2013 | Steve RogersLAFAYETTE COUNTY, Miss. (WCBI) — The state Supreme Court reinstates a Lafayette County man's fondling conviction. Three years ago, 49-year-old David Campbell was convicted of fondling by a person in […]
Do You Believe In Ghost? Columbus Family Feels Presence In HomeAugust 1, 2013 | Caresse JackmanA mother and daughter in Columbus say there's a presence inside their home..and they have video to prove it.
Video:Operation Jump Start at Noxubee County HighAugust 1, 2013 | Andrew HarrisonThey are ready to learn, and school hasn't even started.
Clay Sheriff Launches New Web SiteAugust 1, 2013 | Steve RogersCLAY COUNTY, Miss. — The Clay County Sheriff's Office launched a new Website on July 30, 2013 where residents can find the latest information regarding the operations of the Sheriff's […]
Video: A 'Sweet Send-Off' For 858thAugust 1, 2013 | Nicole BextenA " Sweet Send-Off " will be hosted by the Calhoun City this weekend.
Retiring With Sick LeaveJuly 31, 2013 | Caresse Jackman[bitsontherun 2f5nmehN] NORTHEAST, Miss. (WCBI)- If you work for a city in Mississippi, chances are the sick days you don't use roll over into your retirement fund. The State's Public […]
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Unique Baby NamesJuly 31, 2013 | Shelby LatinoCOLUMBUS, Miss. (WCBI) – The new English Prince, George Alexander Louis, is stirring up a lot of talk about baby names.


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Town Square
Drive-by shooting strikes East Palo Alto man
Original post made on Nov 12, 2012
Read the full story here Web Link posted Saturday, November 10, 2012, 3:36 PM
Comments (2)
a resident of East Palo Alto
on Nov 12, 2012 at 11:00 am
I heard the gun shots, but not a single siren.
a resident of Old Palo Alto
on Nov 12, 2012 at 1:35 pm
Ducatigirl is a registered user.
If the victim's injuries were not life-threatening, the ambulance would not have used its sirens or driven at speed. The police often do not use their sirens, but drive with the lights flashing only, ostensibly not to give warning to the perps. This according to my nephew, the EMT.
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Local picks on 2015 Michelin Bib Gourmand list
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Ode to Brussels Sprout
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Go Giants! Next Stop: World Series!
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Sacred 2: Fallen Angel Cheats for Playstation 3Home / Playstation 3 /
This page contains Cheats for Sacred 2: Fallen Angel organized by sections for Playstation 3. Sacred 2: Fallen Angel is a Role-Playing Action RPG game, made by Ascaron Entertainment GmbH, released on May 11, 2009 and published by cdv Software Entertainment USA. If you can't find a hint or secret in our list, then please check this page periodically for the latest updates.
- Developer:
Sacred 2: Fallen Angel Playstation 3 CheatsAscaron Entertainment GmbH
- Publisher: cdv Software Entertainment USA
- Genre: Role-Playing Action RPG
- Release Date: May 11, 2009
- ESRB: Mature
To unlock the following PS3 Trophies, complete the following tasks:...From: koolkat
Beat the game under the Silver difficulty setting....From: clevergirl
Beat the game under the Gold difficulty setting....From: ZinDaGiMeri
Beat the game under the Platinum difficulty setting....From: Drifting Figmen
To unlock the following PS3 Trophies, complete the following tasks:...From: pabtyf
Stuck on this game? Set a specific, clearly defined question and let others answer your question or view answers to previously asked questions. If you think you are an Sacred 2: Fallen Angel expert then please try to help others with their questions.
Well i did this quest and i got this item it said common item and i tried to equip it and i wont let me what do i do with it...
Posted on: 05-20-2010
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7/20/2011 Margaret Gatz '66 Honored by Karolinska Institutet in SwedenShe has been awarded an honorary doctorate. »
7/7/2011 Rhodes Alumna Sarah Lacy Urges Memphians to Be EntrepreneursThe Memphis native was the keynote speaker at a forum on global entrepreneurship. »
7/1/2011 Rhodes Alumnus Named "Rotarian of the Year"He is WKNO Marketing Manager Jim Eikner. »
7/1/2011 Dr. Cary Fowler Pictured in National Geographic With "Food Ark"A Rhodes alumnus, he is leading a global effort to ensure the genetic diversity of the world's food crops is preserved. »
6/22/2011 Rhodes Student-Athletes Earn NCAA ScholarshipsSandy Henin (track and field) and Hunter Chandler (baseball) have been selected to receive postgraduate scholarships by the National Collegiate Athletic Association. »
6/22/2011 Meaningful Summer WritingFor two weeks on campus, high school students have been engaged in fiction writing workshops, poetry, and an expository Shakespeare class in Rhodes′ Summer Writing Institute. »
6/15/2011 Recent Rhodes Grad Shares Benefits of MOST ScholarshipShe is Nadia Winston. »
6/10/2011 USA Today Blog Shows Bonner Scholars Donning Red Sneakers at GraduationBonner Scholars at Rhodes are featured in USA Today's college blog on "What Did Your School's Graduation Look Like?" »
6/2/2011 Rhodes Alumnus Is New American Association of People with Disabilities CEOHe is Mark Perriello ′99. »
5/17/2011 Graduates Recognized with Awards at CommencementThe Algernon Sydney Sullivan Awards and Peyton Nalle Rhodes Phi Beta Kappa Prize were presented. »
5/9/2011 Honorary Degree To Be Awarded To Dr. Cary Fowler Fowler, who is executive director of the Global Crop Diversity Trust, will receive the Honorary Doctor of Humanities degree at commencement on May 14. »
5/9/2011 Alumnus Recognized for Work as Director and Playwright in Kansas CityHe is Kyle Hatley who received a B.A. degree in theatre from Rhodes in 2003. »


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During the month of November you'll likely see a bit more facial hair in an effort to raise awareness of men's health issues. In this segment of Wisconsin Dairy News we're focusing on an effort to help the dairy farming community with MoDairy!Release Date: October 27, 2014
To view all downloadable media expand & collapse
each MNR by clicking the + or - sign.
As more and more generations are further removed from agriculture, the importance of recruiting non-farm students into agricultural careers is becoming a big focus at UW-Madison's College of Agriculture and Life Sciences. In this segment of Wisconsin Dairy News meet two unique recruits.


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John Floyd paid his fourth visit to the Bryan Public Library at noon Thursday. Most authors read a few pages from their newest novel or short story collection and continue with teasers about their next project. FloydŌĆÖs time during Luncheon With Books wasnŌĆÖt spent talking about ŌĆ£DeceptionŌĆØ or his other books, he connected with his audience in a different way. He opened up the floor for questions.
To subscribe to the E-edition, please click here.View more articles in:


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Found 4522 related files. Current in page 1
LeadNXT is a cloud-based service provider, who specializes in providing Lead Generation Software to those who want maximum lead generation.
We already have crowdfunding software. Our Crowdfunding software is perfect for those community/group who want start own Crowdfunding campaign. Fully featured Crowdfunding software comes up with all latest updates, plugins and multi platform compatible.
C2010-504 Exam Exam Number/Code : C2010-504 Exam Name : Migration Engine from Butterfly Software V6.05 Fundamentals Questions and Answers : 49 Q&As Update Time: 2014-10-05 Price: $ 35.00
Medical facilities of New Jersey will find a wealth of useful services with us. We are of one of the few medical billing services New Jersey has to offer that makes sure everything goes smoothly. We even provide you with easy to use billing software as well.
Microsoft dynamics NAV is an enterprise resource planning (ERP) software which allows you to control over your core business processes, which is easy to implement, configure and use. http://www.microlabs.com.sg/solutions/microsoft-dynamics-navision
Decidir sobre la codificación de las mejores prácticas para su uso, convenciones de nombres, ubicaciones para los activos de pruebas de software para ser almacenados, el formato de los resultados de pruebas, etc, para mantener la uniformidad y aumentar la productividad.
The latest medical billing software programs make a podiatry practice efficient by making following-up with payers easier, and with the meticulous data collection and storage. goo.gl/EBU1nx
With the emergence of the Internet, software development has become an integral part of almost every aspect of business today. Companies are going for the web based application as it can be accessed 24 hours from anywhere. Companies are preferred to go for the web based application for their convenience and real time information.
Vehicle Sensor Networks (VSN) are emerging as a new tool for effectively monitoring the physical world, especially in urban areas where a high concentration of vehicles equipped with on board sensors is expected.A vehicle tracking system combines the installation of an electronic device in a vehicle, or fleet of vehicles, with purpose-designed computer software at least at one operational base to enable the owner or a third party to track the vehicle's location, collecting data in the process from the field and deliver it to the base of operation.
A chasm exists between the desktop and mobile worlds in terms of hardware performance, graphics capabilities and input devices. Some kinds of software, such as 3D graphics or advanced word-processing tools, are still out of reach for handheld devices. So, although redesigning a desktop application for mobile environments is often possible, mobile devices' limitations discourage using such software in nomadic scenarios.


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• Female • $300
Ritzy / Husky
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Kayla husky puppy for sale
• Female • $1,500
Siberian Husky Puppy
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Famous People
Liv UllmannAge 75 Female
Actress + Author + Director80 Photos
Liv Johanne Ullmann is a Norwegian actress and film director, as well as one of the "muses" of the Swedish director Ingmar Bergman. Nominated five times for a Best Actress Golden Globe, winning once for… Read More
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Meaning: There are different origins between Christians and Jewish people; originally Germanic given name, derived from Ulrich. Jewish version is from the city of Ulm.
Origins: Norway, Sweden, Latvia (as the form of "Ulmanis"); Germany, Czech lands, Austria, Hungary, Israel (אולמן, אולמאן); United States
Ullmann (variations: Ullman, Ulmann, Ulman) is a surname with Jewish ancestry originating from "Ulmer Mann" (person from Ulm, Germany). Another explanation is that the name goes back to the Old High German word Uodalrich (uodal = heritage; rich = powerful). __NOTOC__


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I like the gum. The flavor could last longer and it is too expensive to use on a regular basis.Published 9 months ago by Angela
This gum helps curb my appetite and the flavor last for a long time. I have been using this gum for over 2 years.Published 13 months ago by Sherry Ellison
Amazon sent me two packages of gum instead of the two boxes. I understand mistakes happen, but there isn't any easy way to contact them to get this corrected. Read morePublished 18 months ago by Anne DeBattista
What was I thinking? The only possible reason this can be considered weight management
gum is because it has such a strong flavor. Read more


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Tyler Blackburn
Pretty Little Liars character: Caleb Rivers
Full name: Tyler Blackburn
Currently residing in: Los Angeles
Twitter: tylerjblackburn
Tyler on IMDb
Tyler was born in Burbank, California, and has been working in television and film since 2005. Most notably, before Pretty Little Liars he had a seventeen episode run as Ian on Days of Our Lives.
RELATED FEATURES:Meet the New Cast of PLL
More on Tyler Blackburn below!
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Pretty Little Liars Season 5: Caleb Makes "Out of Character Moves"
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Pretty Little Liars Season 5: Caleb Is "Tortured Inside," Says Tyler Blackburn — Exclusive (VIDEO)
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Pretty Little Liars Scoop: Sasha Pieterse and Tyler Blackburn on Ali and Caleb's Combative First Scene — Exclusive


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|Stadt Mainz Semmelstr. 39, Würzburg (11.3 miles from Escherndorf)
Score from 273 reviews: Good Latest booking: 1 hour ago There are 2 people looking at this hotel.This traditional hotel offers spacious rooms with free Wi-Fi. It stands in the centre of Würzburg, a 5-minute walk from both the UNESCO Residenz building and the Market Square. More…
$86 Average price per night
|City Partner Hotel Strauss Juliuspromenade 5, Würzburg (11.7 miles from Escherndorf)
Score from 809 reviews: Good Latest booking: 2 hours ago There are 2 people looking at this hotel.Located 220 yards from the Congress Center in the heart of the romantic city of Würzburg, this 3-star hotel is within walking distance of the main tourist attractions. More…
$77 Average price per night
|Maritim Hotel Würzburg Pleichertorstrasse 5, Würzburg (11.7 miles from Escherndorf)
Score from 275 reviews: Good Latest booking: 1 hour ago There is 1 person looking at this hotel.Located next to the River Main, this elegant hotel in Würzburg features wonderful views of the Marienberg Fortress, a modern spa with indoor pool, and elegant rooms with satellite TV. More…
$101 Average price per night
|Greifensteiner Hof Dettelbachergasse 2, Würzburg (11.7 miles from Escherndorf)
Score from 388 reviews: Very good Latest booking: 1 hour ago There is 1 person looking at this hotel.Just 100 metres from the banks of the River Main, this traditional hotel enjoys a central location in Würzburg's Old Town. More…
$101 Average price per night
|Hotel Primula Friedrich-Rätzer-Straße 11, Schweinfurt (11.7 miles from Escherndorf)
Score from 69 reviews: Good Latest booking: 6 hours agoThe Hotel primula is located in the outskirts of Schweinfurt, close to the exit of highway A70. The hotel offers its guests a rich breakfast combined with an excellent service. More…
$79 Average price per night
|Hotel am Torturm Hauptstraße 41, Volkach (2.6 miles from Escherndorf)
Score from 89 reviews: Wonderful Latest booking: 2 hours agoSituated beside the medieval tower in the romantic Old Town of Volkach, this hotel offers comfortable rooms with free internet. It lies close to the River Main in Franconia's wine-growing region. More…
$89 Average price per night
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The closely watched housing market remains in high gear but increasingly, most gains are accruing in just three places: Vancouver, Calgary and Toronto. Continue reading
As housing activity cools across most of Canada, boom times persist in Vancouver, Calgary and Toronto. Here's why — and why risks of a bust are rising. Continue reading
A pair of reports this week have led experts to wonder whether a condo boom in Toronto is fading fast. 'It certainly looks that way.' Continue reading
More Canadians are escaping on multiple holidays south each year, Transat says. That may help explain diving savings rates and escalating debt levels. Continue reading
Headlines trumpeting strong momentum for the country's housing market are overlooking faltering conditions in eastern Canada. Continue reading
The pace of home sales has come in faster than expected in recent months, led by gains in the country's 'Big Three' markets. Continue reading
Households are paring back on debt, Statscan say, while the country's housing market continues to show unexpected buoyancy this year. Continue reading
Canada Mortgage and Housing Corp. says the seasonally adjusted annual rate of housing starts came in lower than expected in August. Continue reading
A surge in construction intentions for new condos defies all expectations and comes as experts suggest prices on new units already face pressure. Continue reading
Credit monitoring agency Equifax says Canadians racked up more debt in the latest quarter, driven by mortgages and higher installment loans. Continue reading


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The kids nowadays don't are so lucky. The need for an episode like this is due to the dramatic lack of information about sex between youngsters. There are a lot of young girls gettin' pregnant, ad STDs are spreading again between youngsters. Our genereation (i'm from the 76) had more information (even if because the big fear of the widespreading HIV that caractherized those years) than nowadays teenagers. And btw it were just Phinn and Brittany who seem stupids. But they're the "dumb characters" since the first episode. The others guys are not so naive or stupid. They just lack information.


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IN specific their car seats. Did anyone use them recently?
Thank you!
Not quite sure what you are asking here??
I think your other post was asking about children's car seats. Did you contact IBK and ask them?
I am looking for reviews.
I did contact them. They replied fairly quick, etc. Good prices too. But their carseats scared me! I just wanted to know if any other travelers used them specifically for the carseats.
What scared you abouth them?
They are the newborn kind, not the convertible type
I know scared is the wrong word
As in the infant carrier type? How old are your children? If your child's head hangs over, they may not be safe.
My kids will be almost 2 at the time, and while their weight would be within the limit, their height will not.
HI Stu14,
The IBK Company has 2 small seat for kid 0 to 18 month, 5 seat 1 to 5 years old and 3 booster seat, this was the report they send to me when i ask for the service.
They take care your kids on your vacation so be very safe!! www.ibkservicios.com or firstname.lastname@example.com
As a mother i am glad someone take care of kids like this special service does, no matter the company is the service to travel with your kids SAFE!!
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The top PC accessories for $200 or less
A nice router, handy storage, or cool headphones all make great holiday gifts.
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Console gamer, PC gamer, or somewhere in between? There's something shiny here for all tastes and budgets.
Microsoft fixes Windows 8.1 mouse issues, but not for all games
For PC gamers, at least, it looks like most of Windows 8.1's issues are now fixable--especially if you're comfortable with registry edits.
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Windows 8.1 causes a subpar mouse performance for video games under certain circumstances.


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Leadership should be developed at every level — including middle management. But, the advice we are given to move ahead, is simply incomplete. Women should pay particular attention to the message posed in this fantastic presentation.
Author: MarlaGottschalk
When Settling Cross-Functional Concerns — Lay the Cards on the Table
When different functions within our own organizations aren't seeing "eye to eye", we tend to shy away from bringing them together. We don't intend to prolong the conflict — but, in reality, that is what occurs. Our instincts are often to act as an intermediary and settle the issue calmly and quickly. But, that is likely not in the best interest of the organization.
Digging into the concerns is often the best route, especially if the conflict directly affects your clients or customers. Often it's time for things to change — yet we've ignored the signs or haven't had the opportunity to address the issues.
It's best to lay the cards on the table and expose the root of the problems, even when this is an extreme challenge, as quickly as possible. Hopefully, exploring the developing issues wards off delivery problems related to products and services.
When I'm called in to sort out these types of situations (often at an off-site), my first instinct is to get everyone in the same room and lay the cards on the table. I often couple this with a process exercise that models work flow, that illustrates how their work crosses paths with other functions to deliver great products and services. Of course, I have the benefit of a lowered emotional investment. That's often what is needed the vet the issues and move forward.
Here is an exercise to try on your own. (I suppose it is a modified "War Game" exercise.)
- Start with your functional groups intact. Initially, place contributors in groups sorted by their source function (No more than 6-8 per group. Utilize round tables). Place index cards on the table. Each group will identify key cross-functional issues that are obstacles to delivering the best products or services to customers. (Include two colors of index cards, one for urgent and non-urgent issues. Have each team record 5 issues. One index card for each. Teams can identify 2 issues as urgent.)
- Record the issues. Instruct the functional teams to discuss and record the toughest issues they face in relation to interfacing or coordinating, with the other functions. Instruct them to keep customer or product and service delivery in mind. Keep the description as brief as possible and include one example that occurs in practice.
- Collect the recorded issues. After issue identification, offer a coffee break. Have leadership sort the issues by content area for distribution. Select a set of cards, with key topic areas represented, for consideration by the re-convened teams.
- Mix-up the teams by functional area. Re-convene teams as multi-functional groups for the solution phase. Allow the "solution" teams to choose, then attack 2-3 of the problems, time allowing. They should develop solutions for each that will be presented to the larger group. Each team will work on the issues selected. (30-45 minutes or so.) Then break once again, there will be serendipitous conversation.
- Present proposed solutions. Re-convene. The teams should select two presenters. One presenter should be a member of a functional team that hasn't sourced the issue being addressed.
I've never seen a group that didn't learn something critical from the challenge. There will be more than a couple of heated exchanges, but it is all in the name of progress. Data can be added to the equation after issues are identified. If there is time, the group can identify metrics that can track progress, as time goes on.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
Losing Talent: Go Ahead, Tell Yourself It's Mutual
I've recently published a post at Linkedin entitled, How Not to Manage a High Performer. (The comments are worth a look.) In the article, I discuss all of the ways we, as managers and organizations as a whole, shoot ourselves in the foot where top talent is concerned. We rely too heavily on their collected experience when things become hectic, and essentially drain them dry. We fail to offer them real challenge. Then we somehow forget to say thanks — for a job truly well done.
The employee-employer relationship may have started out on the right foot — and good intentions were plentiful. However, as time marches on another troubling story emerges. We drop the proverbial "ball", so to speak and the tenor of the relationship devolves. Then — without fail, the inevitable moment finally arrives when your high performer makes the decision to move on. We've forced their hand in many cases, and in truth we've actually limited (not energized) their careers.
We'd like to tell ourselves that the feeling is "mutual" — that as an organization we've done all that we could. They've "outgrown us" or were somewhat "hard to please". However, that's likely a lie. Organizations find themselves on the wrong side of that argument each and every day.
The decision to leave is really not mutual or well-timed, and organizations lose out for a numbers of reasons — most of which are well-known and preventable. (Take a look at the concepts of the Psychological Contract and "Tours of Duty" in The Alliance).
So, I say hooray for talent. Move on. Jump off. Find an organization that is willing to take a moment to learn who you are and what you need to excel. I've seen talented, good-hearted, motivated employees suffer at the hand of a completely clueless organization, yet thrive at another. That difference is the responsibility of organizations to affect (and it's entirely possible).
So tell yourself it's mutual — and that the next employee is simply one click (through ATS) away. Go right ahead.
But, it's not.
You lose.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
Organizations: What You Put Out There Matters — So Keep it Real
We all have a vision in our mind's eye of how we are perceived by the world. But, as humans we can serve as notoriously poor judges. I find that organizations can suffer from the same biases — leadership may envision the organization as "caring" or "innovative" — yet their behavior throws a fly in the ointment. As an entity, we have to own up and consider that what we'd like to be, and what we really put out there — may not jibe.
Where organizational culture is concerned, this reality gap can become quite critical — affecting many elements that contribute to success. (Think of attracting talent, etc.) Ultimately, the same criteria that we apply to exceptional leaders, works for the larger, collective organization as well. (Consider the attributes of trust, integrity and character.)
Displaying what we are truly "made of", is established through small, yet meaningful exchanges with our employees and customers. These actions are critical in cementing (and communicating) a healthy organization culture. Often organizations profess to being one thing — but when you peel away the layers of PR and slogans — they are in fact, another. Grandstanding rarely works, as actual behaviors often tell the story with far greater power.
Where employees are concerned, discrepancies of "talk vs. actions", can create a wide rift as they move through their tenure within the organization. This is exactly how we lose our most valued employees, as we make implicit promises that we just cannot keep.
A few ideas for that:
- Recruit with integrity. The old adage of "don't make a promise you cannot keep" holds here. Respect the talent, that may walk through your doors. If you cannot deliver what they are seeking, don't spin the story in your favor. Utilize realistic job previews (RJPs) whenever possible — you'll avoid numerous issues later on.
- Treat others as you would a customer. I can't think of anything I hate more, than an organization that puts on one face to make a sale, yet treats those that have contributed to that opportunity as "less than". Enough said — it's reprehensible. Eventually top talent will cycle out of your organization for this very reason.
- Get the real story. Ensure that you really know how your organization is perceived from all vantage points — minus the "spin". Get real in a hurry, and pay attention to the signs of a misaligned culture, before a myopic view hurts your long-term goals.
Have you ever experiences an organization that seemed to have a "split" personality? Share your story.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
When You Arrive at Your New Job — You Are Still There
My first full-time role after earning my master's degree, literally imploded one afternoon in a matter of minutes. Not that my relationship with the organization had any indication of going sour — it was a great entrance into the world of work — and began gloriously. Over my tenure, I was offered increased responsibility, earned a promotion and worked with a lot of great people. I felt it was my dream role.
However, there was one colleague in particular, determined to make my ride a very bumpy one. (I was entirely unaware of the brewing competitive dynamic.) When all was said and done, I was left standing in front of my car, at 4:00 PM on a Friday with a box of my personal belongings. It was awful. I cried quite a few tears over that weekend. It took time (and work) to move through that experience.
I listen to stories of work and career nearly every day — and if you listen closely, trends do begin to appear. One that I often see, is "leftover" emotions or associations from previous job experiences. Like other negative experiences outside of our work lives, you have to work through completely them before you can offer the next experience a fair chance. If something is left unresolved (whether related to a person or experience), it may rear its ugly head once again.
Consider the following:
- Note the trends. If you find yourself getting tripped up in the same general area where you have experienced issues previously, acknowledge the pattern. For example, you find you lack trust in your co-workers/supervisor or you patently avoid presentations.
- Reflect. Be mindful and take a moment to see where the pattern may have originated. What negative experiences are re-surfacing? Were you criticized when making presentations and this now deters you from speaking in front of others? Were you treated unfairly in another role?
- Keep things in their place. As human beings we tend to draw similarities between situations and individuals that we meet. However, that dynamic can backfire. Your boss from your role 5 years ago may seem much like your current supervisor — however, they are not the same person. You can create new problems, by treating them as such.
- Share your concerns. Talk to your supervisor, mentor or trusted individual about your concerns. The only way to process the "leftovers" is to acknowledge the situation and speak of them openly. Make every effort to move through your obstacles — it is worth the time and trouble.
Of course, we are all individuals. So, be patient with yourself. Hopefully as time goes on, you'll find your career is back on track.
Have you had this experience? How did you address it?
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
Is Loneliness a Growing Factor When We Work Remotely?
To be honest, I've really never been a "joiner". You may identify with this sentiment.
In college, I didn't feel the need to belong to clubs or pledge a sorority to feel connected. (Landing with a few grad students in Psychology senior year seemed enough.) In an office, I continued to enjoy conversing with other like-minded individuals on a regular basis. Meetings never seemed a chore — as discussions of challenges and up-coming projects somehow ticked a box for me. (The debate was very satisfying.)
However, even knowing past habits — I never dreamed I'd miss face-to-face discussions, as much as I do.
I've been working remotely for years now — and I'll freely admit it has its lonely moments. Certain aspects of working from home are fantastic. But, somehow all of the journal articles, posts and projects aren't the same without a work group nearby.
I often wondered if my coaching clients who work remotely, felt the same. Turns out, many of them do.
This week I had the chance to read an eye-opening piece at Slate, concerning the stigma associated with an admission that we feel lonely (even if only from time to time). In it, the author describes the immediate inclination we have to connect loneliness with being "less than" (or dare I say "loser"). That has to stop. Because, it's simply not true. Research completed by MIT Sloan, has explored this concern as applied to our work lives, discussing the isolation and lack of visibility that may come along when working remotely. The negative by-products of working remotely won't affect all of us, as we are individuals — however, potential issues should be on the radar.
Discussions are incomplete if we fail to address the common by-product of occasional loneliness. Even with all the available social networks, we need to feel real connection — not simply increase the amount of ambient chatter.
I have a couple of ideas for this. I'm sure we'll uncover a number of other strategies. Here are a few for starters:
- Check in frequently. Make a concerted effort to speak with someone in your office daily. Whether this is your manager, mentor or colleague — this will help retain a sense of belonging.
- Visit your home office. Even if you are fully enjoying your remote work life, make plans to visit your home office as time and travel allow. If you are already feeling disconnected and you are within a reasonable distance, get there once a week. If possible, attend meetings that reinforce how you, and your work, fit into the larger picture.
- Facilitate "on-site" sabbaticals. If you are affiliated full-time, you might consider spending a couple of weeks a year at the home office. Beyond the challenge of organizing proper a work space, this could allow far-flung colleagues to interact in-person for an extended period of time. This could do wonders for both team-building and strategy concerns.
- Join a co-working space. Co-working is the perfect solution if you miss the "goings on" of office life. Most cities have at least a couple to choose from, so visit them and get a sense of the vibe. A friend of mine owns The Watercooler in Tarrytown, New York. I can attest that it is a bastion of "connectedness".
- Schedule "meet-ups". With differences in location and time zones, in can be difficult to get on the same schedule. This limits communication and a feeling of being connected. Identify a time of day, when you know you can intersect "time-wise" and speak — and hopefully a ritual will develop. You could also investigate an "always on" virtual workroom, with a tool such as Sqwiggle, that facilitates spontaneous communication.
Do you work remotely? Share your strategies to limit remote loneliness here.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
The Epic Fail: It Happens to the Best of Us
I'll have to admit, after seeing the above photo plastered across social media — I couldn't help but feel sorry for the unfortunate employee (intern perhaps), who left the less-than-period-proper water bottle on the set of Downton Abbey. I also thought this might be a great time to have a brief refresher on the topic of workplace mistakes.
A few thoughts:
- It happens to the best of us. As the above photo attests, even consummate professionals have their moments. In many cases we are too tired, stressed or rushed to do our best work. (A classic work life scenario.) If we can learn anything from this, it is to pace ourselves and recognize when we are fading.
- Have the courage to own it. Have you ever had a discussion with an individual who just would not admit they had anything to do with a snafu? Do you recall just how frustrating that was? Many of us feel that we must be perfect at all times — and this is entirely unreasonable. (We cannot prevent re-occurrences if we do not understand what really has happened. Remember this the next time around.) It's human to make a mistake. However, the first person you must forgive is yourself.
- If possible, turn things around. After the shock of the moment has passed, if you can possibly see the humor (or an opportunity) in the error — change the vibe completely. In response to their error, the folks at Downton published this photo, recognizing that indeed they are not perfect — while making the most of the moment to draw attention to a worthy cause.
How have you handled work life mistakes? Share your strategies.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
Photo: @DowntonAbbey
The Power of 3
In the design realm there is a well-known phenomenon named "The Power of 3″. It prescribes that when you desire to make an impact with color or pattern, it's best to repeat them. The rule has been applied to other arenas as well — think of the "Rule of three" as applied to writing, the "Rule of thirds" in photography — or even the magical combination of the The 3 Tenors.
In work life, the power of 3 might help us to become better change agents. When contemplating change, we (as human beings) require multiple exposures to a new idea or path before it is finally woven into our work lives. (I believe this protects us on some level from charlatans and fads.) Time and time gain, I've seen worthy ideas posed, yet it can take time and considerable energy for the bulk of the message to be absorbed. Often the moment for change is lost. (In fact, researchers who pose amazing theories often move on to new horizons, before we entirely catch up.)
Could we utilize the "Power of 3″ to make those changes come to life in our own workplaces? When you do have an idea that warrants attention — let's ensure that it has real impact. Here is one "tripod" of potential influence to consider:
- Recognize the emotional response. You'll know when this happens to you — the light bulb switches to the "on" position. You realize you are "on to something". Inspiration has found you. You might think to yourself: "I do this and it works for me. Would this work for others?", or "I used to do that, and I stopped. Now things are much, much worse. Is there a correlation?" Own those moments and offer them the deference they deserve.
- Start the conversation. Express your idea (yes, out loud!) to someone else. Get feedback. Make improvements. Craft a meaningful conversation around the idea. Add a bit of research to round out your "platform". (I think Nilofer Merchant's TED Talk, about our penchant for sitting, represents this perfectly in less than 4 minutes! See it below.)
- Capture the idea for others. Offer your idea a beautiful visual mechanism — so that your idea can continue, and be shared by others. Find the vehicle that best communicates your vision. You can explore great methods to grow its impact, such as Prezi, Ignite or Slideshare. You may even want to write a brief TED style talk.
Don't rest until you've harnessed all 3 elements. Hopefully with this trio on your side, your ideas can take flight.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto. She is also serves as an Influencer at LinkedIn.
Photo: Don Bodio
I'm Glad I Took That Vacation. Take Yours.
I've always been a "staycation" advocate. Alright — I'll be entirely honest, I really love to hang out in my home office and work. Personally, I have found that vacations away from home, can actually become stressful. There are routes to to decipher, planes to catch, maps to re-fold, thunderstorms (and hail) to contend with and new routines to master. (Might I add, leaving my trusted coffee maker behind).
However, these are not satisfactory excuses. We all need a break. We likely feel this deep in our bones.
Whether you can devote an entire month, a couple of weeks or just a couple of days, a break should become a priority. (Preparation is important.) Even if you qualify as a die hard "staycation" addict — there are advantages to planning a vacation away from your usual milieu.
Here are just a few:
- You'll catch a glimpse of you. Somehow when your surroundings shift, you become "louder". (What is that inner voice muttering?) With the ambient noise of your work life absent, you'll hear yourself much more clearly. Trust me, your work will benefit from this kind of clarity. Knowing yourself is step one toward a healthy, and productive work life.
- Nature can take over. I am officially obsessed with changes in scenery. A new scene through my viewfinder, provided by the power of mother nature — recharges my mind (and soul) in a manner that I cannot even begin to describe. This time around I requested "a room with a view" (and got one) — Grand Traverse Bay was a breathtaking part of my morning routine. Work rarely entered my mind.
- Your metrics shift. It may take a couple of days to get into the groove — but, once over the hump — your days will be measured in a very different manner. The places you'd like to visit and the people you haven't had the time to really connect with in ages, become your focus. Other priorities do begin to fade.
- Time slows. For the first time in quite a long while, the passage of time wasn't quite as fast. Time away from work allows you the luxury of savoring the moment. My only regret? I wish the break lasted just a tad longer. Next year I'll be sure to make the effort to extend the time frame.
I would love to hear your vacation experiences. Share them in comments.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto.
Photo Credit: M. Gottschalk – Chateau Chantal Winery & Inn, Traverse City, Michigan, USA.
Making Sense of Your Metrics
Most of us utilize metrics in one form or another. For better or for worse — they often become the focus of our day-to-day behavior. Monitoring metrics can be vital. However, when metrics begin to conflict with core values and long-term sustainability, it's time to take a second look. Unfortunately, metrics can develop a "darker side", that can spell trouble for your team. As reflected in this post at HBR, "…the wrong performance metrics will undermine good intentions every time." In that regard, consider how your team utilizes them. Do the metrics you monitor offer the information your team requires to move forward? Are they pulling their weight?
Metrics should reflect key facets of performance, while supporting both mission and vision. However, in some cases, they can fail to help us identify developing issues. Recently, I spent time with an organization that was grappling with metrics that did not offer a complete vantage point to help them evolve and gain market share. While they kept a close on eye on sales data and leads funneling into their system, there were relevant performance criteria not captured in monitored metrics. (Here, late project changes occurring months after the original contract.) When they pulled back "the curtain" of sales performance, it was clear that this information had not been actively acknowledged. As such, the team was not alerted to the pattern of costly fixes down the line.
An oversight such as this develops when performance effectiveness is not fully considered as metrics are chosen and developed. Identifying facets of successful performance must occur first — then the metrics to parlay that information are identified. We often become comfortable with aging or incomplete set of metrics, because they are available. However, these choices are critical, because ultimately what is measured — is valued organizationally.
The simple act of choosing a metric can ignite a cascade of behavioral expectations, which may or may not contribute team success or the benefit of customers. (For example the goal of closing sales quickly or monitoring the length of a customer center call, etc.) Furthermore, if metrics are chosen without considering the impact upon product or service delivery systems, serious ramifications can arise. (More on metrics and "performance perversity" at the VA, here.)
Reviewing the usefulness of your metrics at regular intervals, is key. Ask these questions:
- Are metrics robust? Ideally, a set of metrics should represent the dynamic nature of the work that you complete. Ensure that all facets or your work are represented and that your collected numbers offer a broad view.
- Are they "change worthy"? As discussed here, data is often prevalent — but insights are rare. We might collect endless numbers (at a high cost in both time and resources), which actually offer few clues as to help us improve. Remember that data and metrics are two very different things.
- Do your metrics direct behavior? Metrics are only as useful as the behavior they energize. When considering a metric, reflect on its power to truly impact behavior across functions. Be wary of "Vanity Metrics", that can pack a powerful marketing message — yet do little to guide behavior.
- Are the metrics meaningful? While information needs to be readily available — it also must must capture something vital about your organization. For example, do metrics help your team connect with their work?
- Where are metrics focused? "Lagging" metrics report on states that have already occurred (lost customers, for example). "Leading" metrics, on the other hand, might help predict a developing problem and offer an opportunity to change a process mid-stream.
- Are the metrics dynamic? Metrics should evolve with the changing focus of your team. (You might utilize the 80-20 rule; where 80% of your metrics represent your current focus, 20% represent areas of needed future performance emphasis.) Outdated metrics can "muddy the waters" and cause a good deal of confusion concerning valued behaviors. Metrics can have an "expiration date" — when they lose their value to promote performance excellence.
Other considerations:
- Avoid the "single number" emphasis. Any construct worth measuring (such as sales effectiveness or customer service), is likely multidimensional. Ensure that your metrics reflect this.
- Consider who utilizes the numbers. The heaviest, most demanding users must be carefully considered when developing metrics. Discuss the needed information required to monitor the health of a department or function, frequently.
- Measure what matters, yet ensure they are easily understood. Metrics can become complicated quickly — but ultimately must be easily grasped. Your metrics should be informative and allow you to explain the crux of your business easily.
- Refine them. No single metric is a perfect representation of performance. Attempt to factor out "white" noise, that might limit real-time use. You might also consider combining leading indicators to form a clearer picture of performance.
- Share them. Metrics can help motivate others within the organization — so share the numbers with those whom might benefit the most. This will help team members align with the larger goals of the organization.
- Add a qualitative component. You cannot measure something that is completely out of your purview. Keep abreast of developing areas that affect performance and ensure you have a handle on the leading edge.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto.
Photo Credit: londondailyphoto.blogspot.com


text:
Organizational Culture and Organizational Socialization PPT
Presentation Summary : Chapter 6 Organizational Socialization Learning Goals Explain organizational socialization as a process that develops and communicates an organization's culture ...
Source : http://www.swlearning.com/management/champoux/powerpoint/ch06.ppt
Socialization - United States Marine Corps PPT
Presentation Summary : SOCIALIZATION PROCESS Overview Socialization process Sources Self-concept The three identities used to structure our self-concept Ego-defense mechanism Strategies for ...
Source : https://www.trngcmd.usmc.mil/EOA/Shared_Docs/PowerPoint%20Classes/Socialization%20MPE.ppt
Agents of socialization - Wayne County School District PPT
Presentation Summary : Agents of Socialization. The views of Locke, Cooley, and Mead provide theoretical explanations of the socialization process. Sociologists use the term agents of ...
Source : http://www.wayne.k12.ms.us/userfiles/171/Classes/3022/Agents%20of%20socialization.pptx
Organizational Behavior_Chapter 10 PPT
Presentation Summary : Organizational Behavior ... in groups and why and how group goals need to be aligned with organizational goals Understand the socialization process and how ...
Source : http://wps.prenhall.com/wps/media/objects/1598/1636589/GJ4_PPT10S.ppt
Organizational Behavior_Chapter 10 - Home - UB School of ... PPT
Presentation Summary : ... to be aligned with organizational goals Understand the socialization process and how socialization tactics ... to the accomplishment of organizational goals.
Source : http://mgt.buffalo.edu/departments/ohr/balkundi/chapter11.ppt
Presentation Summary : Socialization Process Overview Identify the socialization process Identify sources that impact Socialization Distinguish between reinforcement and variation ...
Source : http://www.srmc.amedd.army.mil/assets/home/eo/documents/2008/presentations/Socialization%20Process.ppt
The Childhood Socialization Process and Its Impact on the ... PPT
Presentation Summary : The Childhood Socialization Process and Its Impact on the Career Trajectories and Graduation Success of African American Male Student-Athletes
Source : http://www.unc.edu/depts/exercise/csri/Power_Point/Rodriguez%201115-1145.pptx
SOCIALIZATION PROCESS - Leonard Wood PPT
Presentation Summary : An all encompassing educational process from which values, goals, beliefs, ... Summary ID the Socialization Process ID sources that impact on socialization ...
Source : http://www.wood.army.mil/eop/EO%20FILES/EOLC/social.ppt
Chapter 4: Socialization : - CSU B - California State ... PPT
Presentation Summary : Chapter 4: Socialization: Becoming Human and Humane Dr. Santos Soc 100 Introduction Socialization- the lifelong process of learning to become a member of the social ...
Source : http://www.csub.edu/%7Egsantos/Chapter04-soc100.ppt
Presentation Summary : SOCIALIZING, ORIENTATION AND DEVELOPMENT Socializing, orienting and developing process - programs Adapt to new organization and work responsibilities Designed to ...
Source : http://xa.yimg.com/kq/groups/23633722/1075264794/name/7th+Lecture+Socializion+Orientatin+%26+Development+.ppt
Presentation Summary : SOCIALIZATION PROCESS Overview Socialization process Sources Self-concept Discuss the three identities used to structure our self-concept Explain ego-defense ...
Source : http://www.imef.marines.mil/Portals/68/Docs/IMEF/EOA/Socialization%5B1%5D.ppt
Presentation Summary : His theory states that socialization, as a process, ... Components of Socialization: 1. Goals/Motivations - the state of affairs one wishes to achieve. 2.
Source : http://hugaboo.files.wordpress.com/2010/08/socialization-copy.ppt
Criminal Justice Organizations: Administration and Management PPT
Presentation Summary : The socialization process can be influenced by effective and deliberate ... and contradictory goals. Hence, the socialization process presents conflicting stimuli.
Source : http://k.b5z.net/i/u/6044999/f/Stojkovic_CJOrg_5e_PPT_ch09.ppt
Chapter 15: Cultivating Organizational Culture PPT
Presentation Summary : Presentation Slides to Accompany Organizational Behavior 10th Edition Don Hellriegel and John W. Slocum, Jr. Chapter 15—Cultivating Organizational Culture
Source : http://www.mcm.edu/~lapointp/OBPowerpointslides13thed/Chapter_15.ppt
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Source : http://draliyusob.files.wordpress.com/2009/04/employee-socialization-and-orientation.ppt
Introduction - John Wiley + Sons PPT
Presentation Summary : Introduction Ideally, employees who understand and accept the organization's ways will be able to attain their own goals. ... The Socialization Process ...
Source : http://higheredbcs.wiley.com/legacy/college/decenzo/0470169680/ppts/ch08.ppt
CHAPTER 5 Socializing the Individual - Pearland Independent ... PPT
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Organizational Behavior 1e - University of Southern Mississippi PPT
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Source : http://ocean.otr.usm.edu/~w813743/454powerpoints/chapter12.ppt
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Source : http://sociologynulty.wikispaces.com/file/view/Socialization+and+Deviance.ppt
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Source : http://cstl-hhs.semo.edu/cveneziano/PROCES.ppt
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Source : http://higheredbcs.wiley.com/legacy/college/decenzo/0471656801/ppt/ch08.ppt
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Presentation Summary : ... to be aligned with organizational goals Understand the socialization process and how socialization tactics ... to the accomplishment of organizational goals.
Source : http://drpeterclement.com/courses/individual_behavior_in_organizations/downloads/georgejones5_ch10.ppt
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Source : http://faculty.ccc.edu/aberger/201.06%20Socialization.ppt
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Source : http://www.ezwebsite.org/Photos/files701/Sociology%20Ch%205-2-3.ppt


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(Source: razorshapes)
(Source: adamscottblog)
Crawling my way to the end of my first year of teaching lol
Every year…
march-april is the roughest.
the. roughest.
(Source: elvishness)
Art and Architecture - Muqarnas, a decorative element of traditional Islamic and Persian architecture. The earliest examples of muqarnas discovered to date are from Nishapur, Iran, and date from the ninth or tenth century,but they also appear to have developed independently in central North Africa around the same time.
i miss you, still
no longer in a deep, aching way,
but rather in the dull hum of my car radio
i hope you smiled today
and while you're getting swept up
in the excitement and mystery and
passion of this confusing, intriguing,
heartbreaking, beautiful life,
i hope you never forget what is most important
i hope you remember that
it's not about finding someone to complete
and write sappy poems about,
it's not about listening to soft music on repeat
with your eyes closed,
wishing you were somewhere else
or someone else,
and it's not about doing well on exams,
or traveling the world,
or always being artificial sunshine
instead of being real
because it's okay to have sad days,
and a number in the corner of a page
can't give you lasting satisfaction,
and you can't be everyone's prince charming,
and while music stirs up something
so beautiful inside of us,
you can't hide in your melancholy world
of D minor, forever
every night i pray that you're not lost,
that you're somehow finding your way,
and although
i can't speak these words to you directly,
i hope you know
i'll always care.
'The Kiss' rendered by Alice Kendall at Wonderland Tattoo in Portland, OR.
Still iconic.
When I grow up I want to be Lauren Conrad.
(Source: laurenxconrad)
Wood Casting Furniture by Hilla Sharmia
Molten aluminium and charred wood.


text:
This is a blog dedicated to the incredible band Underoath. (1997-2013) - my attempt at keeping the love for this band alive.
thanks to everyone who follows and supports the blog.
Spencer Chamberlain reminiscing on his early days with Underoath At this show, I finally met Spencer Chamberlain.After 5 years of loving him and Underoath. After years of him being one of the biggest inspirations I've had growing up.I finally got to shake his hand and tell him how much his music means to me. The man responsible for making some of my favorite CD's of all time signed his name on those same CD's. He smiled and thanked me in a way so geniune because I think he could tell how passionate I truly was. And to conclude, I just have to let everyone know that he still knows how to kill it live, with or without Underoath. Have any of you met any Underoath members?
hey unloving, I will love you.